Research Paper (Articles)

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A scientometric analysis of entrepreneurship research in the age of COVID-19 pandemic
(Future Business Journal, 2023) Lwesya, Francis; Mwakasangula, Eliza
This article conducted a scientometric analysis of entrepreneurship research during the COVID-19 pandemic and its aftermath. The results show that the research focused on four thematic research clusters, namely (a) entrepreneurship and crisis management (b) social entrepreneurship and collaborative networks (c) entrepreneurship and entrepreneurial intentions, and (d) entrepreneurship and adaptation measures to the COVID-19 pandemic. Our analysis shows that while the COVID-19 pandemic has had significant negative impacts on entrepreneurship, innovation, digital transformation, resilience and adaptability, dynamic capabilities and organisational learning, collaborative networks, government support and customer-centric approaches enabled entrepreneurs to navigate the crisis. The review highlights the role of digital technologies, self-efficacy, organisational resilience, social entrepreneurship and entrepreneurship education in promoting small business development in the post-pandemic era.
Assessing the impact of income generating activities toward development of coastal communities in Tanzania: A case of Pangani District council, Tanzania
(2015) Kaskazi, Rose P.
This study assessed the Impact of Income Generating Activities on Development of Coastal Communities in Tanzania, a case study of Pangani district council. The study is based on four specific objectives which sought to: identify the main types of income generating activities; identify the factors affecting the development of income generating activities; determine the factors hindering community participation in income generating activities; and assessing the impact of income generating activities in Pangani district Council. A target population of 4697 people was used and a sample of 80 people was selected to represent the population. Non probability sampling techniques were used in choosing the sample. Purposive sampling was one of the non-probability techniques used to ensure that various types of enterprises were included in the research. Data were collected using questionnaires; interview; and documentary review methods. The collected data were analyzed by using documentation method. The result from this study showed that, there are different income generating activities done to increase household income such as agricultural services, animal husbandry, wholesale distribution, fishing, retail business, and service business. The problem of poor market facilities, limited access to land for building houses and crop cultivation, inadequate communication aid during fishing trip, lack of signal light at fish land station, market challenges, government policies and regulations, hard conditions of taking loan given by financial institutions, and low capital, were the factors affecting the income generating activities of coastal communities. Despite those factors, the income generating activities done, helped to increase household income and to bring development of coastal communities. Income generating activities empower coastal women to bring improvement in women's participation in household decision making, family planning, children survival rate, health and nutrition and children education especially girls education.
Assessment of community engagement and success of education projects in Tanzania: A case of Changarawe village, Morogoro
(Social Sciences, Humanities and Education Journal (SHE Journal), 2023) Mwakasangula, Eliza
Education has been a global agenda that has been promoted by countries and different international agencies. Various countries including Tanzania have been implementing various programmes and projects to promote the education sector. Community engagement has been claimed to be vital in success of these projects. However, factors promoting community engagement and methods used to engage community members in education projects in Tanzania have not been well captured in the literature. Social capital theory was used to guide the study. Data was collected from Changarawe village in Morogoro. The study used a descriptive research design. Qualitative approach was used to collect data from 14 respondents by using interviews and focus group discussion as tools of data collection. Purposive sampling technique was used to obtain a sample of 14 participants for interviews and 9 participants for focus group discussions which made a sample size of 23 for the study. Thematic analysis was used to analyze collected data. The study found community engagement is enhanced to the large extent by leaders in the study area. Moreover, significance of the projects was found to play an important role in enhancing community engagement. Various methods of engaging community members were found through five major themes which are village meetings, sports and games, social media networks, phone calls and door-to-door. The study recommends community members to be engaged throughout the project cycle and multiple methods of engaging the community has to be used to increase level of community engagement in education and other related development projects.
Factors affecting women in acquiring leadership positions in workplaces: A human resource management perspective
(2023) Mwita, Kelvin M; Mwakasangula, E
Under-representation of women in leadership positions in the corporate world has been a global concern. Scholars have explored many institutional barriers that women face in climbing the career ladder with limited studies assessing HR related factors. This study intended to assess HR related factors that affect women progressing to leadership positions in organizations, with specific reference to Tanzania. Guided by qualitative approach and human capital theory, the study involved semi-structured interviews to collect data from eight (8) respondents who were sampled by using a purposive sampling technique. The sample included female leaders and HR practitioners from seven (7) organizations in Tanzania. Thematic data analysis was employed. The study found that HR practices play a vital role in enhancing or limiting the number of female employees who reach leadership positions. The study recommends that organizations put in place fair and objective hiring systems that create fair grounds for both male and female employees. Training and development opportunities should be fairly distributed to both female and male employees with consideration that women play multiple leadership roles at home and at work as well. Organizations should consider employee promotion based on merit. Government, through its various agencies, should put in place measures that intend to control practices that discriminate against women, and hinder them from enjoying equal opportunities available at their workplaces.
Leaders’ Preparedness for Managing Technological Changes in Teaching and Learning in the Selected Tanzanian Public Universities
(Science education Press, 2022) Landa , Elizabeth, Zhu , Chang, Sesabo, Jennifer & Mwakasangula, Eliza
Technological changes have seemingly become inexorable rather than the exception for academic institutions. It has been argued that an organisation's ability to adapt to a changing environment depends on its preparedness for change. This article delineates the extent of preparedness for managing technological changes in teaching and learning among mid-level academic leaders (MLALs) in higher education. The survey was administered to MLALs (n=76), undergoing changes relating to the use of innovative teaching and learning technologies (ITLTs). The rating method and Yeh Index of Perception (YIP) score were used to determine the extent of preparedness for technological changes among MLALs, and it was found to be on average. The results from the ANOVA test shows there was a significant difference in the mean scores for the dimensions of preparedness for changes (p<0.05). The results conclude that preparedness for changes is determined by multi-dimension indicators as suggested by diverse managerial competences and status of readiness for changes held by MLALs. The results suggest that MLALs have a relatively low competence level for motivating the adoption and implementation of technological changes in teaching and learning. Besides, the leaders had a low belief that proposed technological changes for innovative teaching and learning were beneficial to them. These results can be used further to design the training and strategies for managing technological changes in education. Therefore, the study proposes sensitisation prior to any implementation of technological changes in education. Keywords: innovative teaching-learning technologies, preparedness for change, readiness for change, managerial competence, mid-level academic leaders
Relationship between leadership styles and job satisfaction in Tanzania public sector
(2021) Mwakasangula, Eliza; Mwita, Kelvin M
Tanzania public sector has been undergoing various reforms to improve public service delivery and employee satisfaction. The government has been trying to improve employee welfare and create conducive work environment for the public servants. Despite the efforts, job satisfaction levels of staff in the Tanzania public sector are generally low and unsatisfactory. The study examined the relationship between leadership styles and job satisfaction in Tanzania public sector. The study intended to achieve two specific objectives. The first objective was to examine the relationship between transformational leadership style and employee job satisfaction. The second objective was to examine the relationship between transactional leadership style and employee job satisfaction. The study used Morogoro Municipal Council as a case study from which data were collected by using a close ended questionnaire from 92 respondents. Descriptive and inferential statistics were employed. The study found that job satisfaction was average among the respondents with mean value of 3.04. Comparatively, transactional leadership mean value was higher (Mean=4.14) than that of transformational leadership (mean=3.28). Regression analysis showed that both transactional leadership style (β=0.585, p=0.000) and transformational leadership (β=0.032, p=0.001) were found to be significant predictors of job satisfaction. The results showed that transformational leadership style had a stronger relationship with job satisfaction than transformational leadership style
Street-level bureaucrats and service delivery in selected LGAs in Tanzania: Copying with restraints of health and education services
(Journal of Policy and Leadership (JPL), 2022) Kamugisha, Denis; Mwakasangula, Eliza
This paper examines the manner street-level bureaucrats (agents) interact with the principal (government, citizens, etc.) in the regular course of their jobs to deliver services particularly health and education as informed by agent theory. Although service delivery involves numerous actors, the role of street-level bureaucrats (SLBs) cannot be underrated. SLBs are government employees, teachers and health staff in this context, who are thought to exhibit significant independence in job decision-making, unveil potential extensive impact on clients’ lives and exercise both de jure and de facto discretion. It is believed that in the due course of rendering services, SLBs experience some difficulties like operating under scarce resources, a situation that forces SLBs to exercise their discretionary clout in dealing with service delivery restraints as a response to tenets of SLBs theory. Although the existence of aforesaid situations is not highly contested, there is not enough theoretical evidence that explains service delivery dynamics in selected LGAs and the manner SLBs exercise de jure and de facto discretion to cope with the status quo. To bridge this fissure, the qualitative approach, spatial quasi-design, semi-structured interviews, documentary reviews and observation were accorded to gather some insights from selected areas regarding service delivery dynamics and the manner SLBs pursue their agenda mainly focusing on the delivery of aforesaid services. Study findings revealed that service delivery in selected LGAs is at a snail’s pace due to several restraints and that in the due course of their operations, SLBs devise some mechanisms to cope with service delivery restraints regardless of whether SLBs interface leads to either positive or negative outcomes.
The challenges facing bottom up planning process in Korogwe town council in Tanzania
(Journal of Public Administration and Governance, 2018) Mwakasangula, Eliza; Tefurukwa, W. Oscar
This paper focuses on the main challenges facing participation in the bottom up planning processes at Korogwe Town Council (KTC). The study used 329 respondents and employed interviews, informal discussion, observation, and documentary reviews to gather data. Mainly narration and content analyses were used to scrutinize all data. The findings show that there were: inadequate community participation in planning at KTC due to lack of motivation and training, shortage of staff, lack of funds, inflexibility, irresponsibility, and lack of council mechanism for participation. Consequently, there was low level of community members participating in bottom up planning process. In order to encourage more people to be part of planning process, among other things, there is need to improve (or introduce) motivation to and training of community members, leaders and officers for effective bottom up participation participate.
The effectiveness of human resources training and development in public organization as provided by National Board of Accountant and Auditors (NBAA) in Dar es Salaam, Tanzania
(Mzumbe University, 2013) Mallya, Digna T
Training and Development of human resources are the most valuable assets of any organization, with the machines, materials and even money nothing gets done without man-power. The effective functioning of any organization requires that employees learn to perform their jobs at a satisfactory level of proficiency. Employee training tries to improve skills or add to the existing level of the knowledge so that the employee is better equipped to do his present job or to prepare him for higher position with increased responsibilities. NBAA has put efforts to ensure that employees are equally trained and developed to align with the general government policy. General objective of this is to examine the effectiveness of human resources training and development at NBAA most considerable factors being training conducts, its contribution to organization performance and employee’s development. The study was held at National Board of Accountants and Auditors at Dar es Salaam region from May to August 2013 where 40 respondents who are NBAA employees were involved. Simple random sampling was used in collection of data because the sampling frame was not too large and easy accessibility of unit, also study population had similar characteristic which is all NBAA employees are entitled to training. Purposive or judgment sampling was employed in this study due to the nature of respondents whom are classified in the nature departmental. The sample was picked as follows; Corporate service department 15 respondents, Examination department 12 respondent, Member Service department 07 respondents, Technical Service department 02 respondents and Management committee 04. Likert Scale question and interview guided were used to collect data for 40 respondents involved in a study also documentary review such as NBAA training policy, training records was employed This study reveals that training programmes enables employees to acquire knowledge and skills, human relation competencies, newcomer understands comprehensively about organization, norms and values. Through this study it has been revealed that NBAA has productive succession plan as Executive Director, majority of the management team, head of units were trained and developed to their presence position. However it has been revealed that organization benefits out of training as enabled to train her manpower hence moved from use of manual system to computerized system hence corresponding with world competitive environment. With mentioned findings positioned NBAA training and development effective. Despite of mentioned achievement NBAA fulfill its training policy partially, employees do not participate in determining the training they need, quality and suitability of external training programs are not considered, trainee are not given time to reflect and plan improvement because some of line manager are conservative. Therefore NBAA is recommended to make regular evaluation and analysis of conducted training programmes and develop policy which will enable trainees to practice acquired knowledge and skills.
The influence of financial resources on the implementation of strategic plans in Tanzania’s local government authorities: A survey of selected LGAs in Morogoro Region
(Journal of Policy and Leadership (JPL), 2023) Kaniki,Tabia Hassan; Mwakasangula, Eliza; Shilingi, Venance
Financial resources are critical to the successful implementation of strategic plans in Local Government Authorities (LGAs). This study aimed to investigate the influence of financial resources on the implementation of strategic plans in selected LGAs in the Morogoro region of Tanzania. The study was underpinned by the resource-based view theory and pragmatic research philosophy. The study employed a mixed research approach, using an explanatory sequential design with quantitative data exceeding qualitative data. The study sample size was 204, drawn from a target population of 860 employees in all five LGAs. Data were collected using questionnaires and interviews, and qualitative and quantitative data were analysed thematically and through descriptive and inferential statistical analyses respectively. The findings revealed that financial resources had a statistically significant weak positive relationship with the implementation of strategic plans in LGAs and only 8.3 per cent of the variations on the implementation of strategic plans are contributed by all predictors namely financial capacity, adequate budget, timely disbursement, fund utilization). Thus, other factors which were not included in this study contribute about 81.7per cent to the implementation of strategic plans of Tanzania's LGAs in the Morogoro Region. The study concludes that financial resources have a small contribution to the timely execution of strategic plans in LGAs and recommends that enough fund
The influence of training and development strategy on the performance of Tanzania’s local government authorities
(Journal of Policy and Leadership (JPL), 2023) Mwakasangula, Eliza
This study aimed to determine the effect of the Training and Development (T&D) strategy on the performance of Tanzania's Local Government Authorities (LGAs). The adoption of training and development strategies in LGAs gained momentum during decentralization by devolution, which aimed to empower LGAs to train and develop their personnel. The study was carried out in ten (10) LGAs found in three regions and used a survey design to collect data from a sample of 59 respondents through questionnaires and interviews. The results showed that T&D strategy had a significant influence on LGA performance, with 25.3 per cent of performance being attributed to T&D while 74.7 per cent was attributed to other factors. Also, the coefficient of determination (𝑅2 = 0.253) at the alpha of 0.05 implies that 25.3 per cent of the variation in the Performance of Tanzania’s LGAs is contributed by T and D strategy and 74.7 per cent is explained by other factors which were not considered in this study. The study concludes that T&D plays a significant role in improving performance in Tanzania's LGAs and that appropriate training programs informed by Training Needs Assessment (TNA) are crucial for workforce commitment and performance.
The role of green human resource management practices on environmental management in Tanzanian industries: Lessons from Mohammed enterprises Tanzania limited
(Science Journal of Business and Management, 2020) Mwita, Kelvin Magoko; Mwakasangula, Eliza
In the last few years, global concerns have increased regarding environmental issues. These concerns generated more pressure and necessitated businesses and industries to develop and use green management by adopting green practices and products. Green HRM practices have emerged to be one of effective management initiatives in environmental management. Tanzania intends to be a semi-industrialized country and the government has been showing recommendable efforts to ensure that the goal is successfully achieved. In considering industrialization process in Tanzania there is a need to look for best practices in dealing with the side effects of industrialization to ensure that the process does not only benefit the economy but also protects the planet earth. This study used a case study design to learn how industries use Green HRM practices to ensure that their operations do not lead to environmental degradation. The study found that green recruitment and selection, green training, green performance management and green rewards management are essential in environmental management. The study recommends industries to formalize and adopt green human resource management practices in order to increase environmental management performance for successful industrialization of the Tanzania economy.

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